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Improve Team Performance

Mindset Group’s comprehensive program to improve team performance is based on many years’ experience addressing issues where teams failed to execute. Using this knowledge, we have developed the 10C Model for Team Development®, which identifies ten areas of development critical to team performance and ability to execute.

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Click on a wedge in the diagram below to learn how the Mindset Check 10C Model for Team Development can help your business.
Gaining commitment is typically addressed in two parts of the workshop. Firstly specific agreements about what actions are required to achieve this vision of the future, and resulting action plans are formulated. Secondly, at the conclusion of the cohesion exercise as outlined below, individual and team commitments are obtained.
Focuses on making sure that the team has an understanding of the current state. It is an important part of our pre-work to get this clear and structure the workshop based on priorities and what current context actually exists.
Creating a uniform picture of what the future looks like, either from a functional or organisation perspective. This may also include team and role clarity exercises.
Ensuring all change initiatives are aligned with the overarching business strategy and that there is buy-in from all the key stakeholders. This also includes ensuring the understanding of the desired outcomes and approach is consistent between all key stakeholders and project sponsors.
Creating the right ‘mindset’ within the team for the journey and a belief that the team has the capacity, capability and support to make the journey.
Understanding what needs to change and why, when it needs to change by and the impact that it may have on all participating / non-participating parties. This also includes looking at how to drive the change and accountabilities.
The PREVUE psychometric instrument is our preferred tool, although we have several accreditations. The participants are asked to complete the assessment online and this generates from which is generated a comprehensive PREVUE corporate coach report. Individual debriefs can be completed with candidates summarising strengths and limitations as pre-work depending on clients budget. PREVUE is preferred because of its broader organisational usage for selection and succession planning and also the way that it can be assimilated quickly by participants and incorporated into a workshop that seeks maximum quality output.
The individual profiles are combined to create a team profile based on the PREVUE styles differences methodology created by Mindset Group. The team explore similarities and differences, strengths and limitations from a team perspective across four styles. These are:
  • Interpersonal style- describes our preference in how we deal & interact with others
  • Work style- our preferred approach to work
  • Expressive style- our preference for involvement with other people
  • Emotional style- our relative emotional reaction to the situations that we encounter
Values and guiding behaviours for the team and how these will create the culture of the function/organisation. The way this exercise is conducted depends on the context.
Formalises how the team agrees to operate, rules of engagement, meeting structure, stakeholder expectations and communication practices/flows. The understanding Style Differences programs teach people how to assess, analyse, understand and manage both their own and their fellow worker’s personality traits, work preferences and communication styles. This leads to:
  • improved communication
  • reduced interpersonal conflict
  • better employee management
  • increased team effectiveness and productivity

Context communication clarity cohesion culture Competence congruence Ultilisation confidence change & Development commit satisfaction

Using Prevue Profiles of individual team members, we can build a team profile that identifies the strengths and weaknesses within a team, as well as the different work styles at play. We use this information to develop a customised leadership program that will;

  • Ensure your team development programs are relevant to your teams, your jobs and the specific gaps you need developing;
  • Include development regarding your culture and values. If your organisation already has values set, we ensure your employees understand them and can relate their meaning to their day-to-day jobs;
  • Foster awareness of individual and team traits at play in your team and how that affects each other and team performance;
  • Uncover how your team dynamics and behaviours impact those around you (internal/external customers, other functional teams, etc.); and
  • Build a culture that regularly produces high performing and deeply committed employees.

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Barry Linaker, Senior Consultant Ask Barry

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